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  • morganevesmith 1:54 pm on April 13, 2011 Permalink | Reply
    Tags: , , , , , ,   

    BranchOut Your Social Recruiting 

    [tweetmeme source= ‘@smashfly’ only_single=false]

    While researching social recruiting last week, I came across BranchOut, a website that turns Facebook into a professional recruitment tool.

    BranchOut gives you the power to:

    • Leverage Facebook’s over 600 million members to create a career network
    • Use it as a recruiter, job seeker, or fancy Facebook-stalker to see where friends are working
    • Get endorsements from people in your network
    • Find out who are the “most connected” people you know
    • Do targeted searches through the 3 million jobs & 15,000 internships posted

    For me, a professional site like LinkedIn is a great tool, but most of my people use Facebook. So this soon-to-be graduate gave it a try for its job seeking and networking capabilities. I immediately got a badge for being a “Super Connector Graduate”. That made me feel special.

    The warm feelings went away when I realized that out of the almost 700 friends I have (go me), only 1 of them was using BranchOut. The almost 2,500 second degree connections on BranchOut are good though. I suppose that’s what BranchOut is really about. Whether or not your friends are using this Facebook App, you can still broaden your network.

    For businesses, I highly recommend this tool in addition to your other social media. Giving your business a professional presence on Facebook is essential as social media become the tool for social recruiting. In addition to having a company page, you can use BranchOut to:

    • Build your Talent Network
    • Strengthen your brand
    • Effectively reach passive candidates

    While my personal experience with BranchOut was not a huge success, it could work wonders as an addition to your business’s recruitment strategy.

  • morganevesmith 2:48 pm on March 30, 2011 Permalink | Reply
    Tags: cell phone, , , iphone, market recruiting, , ,   

    For Market Recruiting, Smartphones Change Everything, Again 

    An estimated 80 million more smartphones will be activated by 2012

    [tweetmeme source= ‘@smashfly’ only_single=false]

    With over 60 million smartphones active in the US, it seems as though everything is changing. And just when you thought you were getting the hang of mobile recruiting by updating your candidates via text and connecting instantly.

    You were on the cutting edge, but now it looks as though the newly old ways are on the chopping block. The move towards smartphones could easily bring a premature death to traditional (and by traditional, I mean yesterday’s methods) mobile recruiting.

    Texting may still be a good tool to use for recruitment marketing. At the same time, as smartphones become the standard, better recruitment tools will take advantage of candidates’ abilities to check their mail and browse the web on the go. This means that savvy constant contact strategies will become more vital than ever. How you can keep your head above water and keep from drowning in obsoletism? Here are some tips, along with facts gathered by the CITA, The Wireless Association, in 2010:

    • Create concise but informative posts to email candidates
    • Make a mobile version of your site- over 89% of handsets can browse the web
    • Create a mobile app for your company- last year, over 8 million apps were downloaded. Make one of them yours!

    So does this mean stop SMS-ing? No. Since 79% of cell phone users have feature phones, texting can still be an effective tool. Because these numbers are projected to decrease by the end of the year, your company should come up with a plan to wean off of texting. Combine this strategy with the above tips, and your business should stay on the recruiting edge in recruitment marketing.

  • morganevesmith 3:38 pm on March 9, 2011 Permalink | Reply
    Tags: , intership, LinkedIn, , recruitment technology, resume sourcing, social networking,   

    Talent Network: If You Build It, They Will Come 

    "If You Build It, They Will Come"

    [tweetmeme source= ‘@smashfly’ only_single=false]

    Your Talent Network is that field of dream candidates who are waiting for you to harvest them. Now that the field’s grown to an virtual series of tubes, getting your hands on the latest recruitment technology seems like the only option. While it’s important to get that edge, it’s just as vital to use what you already have. Your company is filled (hopefully) with excellent employees who probably know your next, perfect hire. So how do you make that connection?

    While researching recruitment marketing companies, I came across JobVite, whose partnership with LinkedIn allows them to search your employees’ connections to find potential hires. Unfortunately for the rest of us, this kind of partnership is just about impossible to replicate. Fortunately, it may not be necessary.

    Instead of going through companies like LinkedIn, go through your staff. Type up a targeted message for them to send to qualified candidates they know. They can go through their social networking sites, email, and other sources to deliver your next hire with a personal recommendation.

    It’s resume sourcing made easy (and cheaply)!

    Of course, giving them incentive to find quality, rather than a mass quantity, of candidates is a must. Offer a prize for employees who connect you to job seekers with the most credentials. Have a company event where your staff can bring their connections along. This is also a great way to introduce new hires to your company culture and boost morale.

    In addition, you can try on-going tactics that get your staff involved in your recruiting efforts. Give your employees the chance to talk about what it’s like to work for your company. You can do this on:

    • Your career and recruiting site
    • Staff blogs
    • Twitter or Facebook Page

    Best of all, this will strengthen your brand recognition, not only as a great business, but a great business to work for!

  • morganevesmith 9:27 pm on March 2, 2011 Permalink | Reply
    Tags: direct text, job seekers, , recruiters, , , , technology, text, texting,   

    Mobile Recruiting: SPAM or the New Frontier? 

    Do direct texts go directly in the trash?

    [tweetmeme source= ‘@smashfly’ only_single=false]

    As a job seeker who is physically attached to her cell phone, I can see why mobile recruiting is such an attractive option for recruiters. According to Job Board Doctor’s February 2011 survey on this topic, 63% of those who participated in the study use this technology primarily because it is “always on.” This is a great way to directly contact your Talent Network. But what’s the flip side?

    These days, people communicate more through a device than in person. I’m guilty of texting someone who was in the same room! However, I only talk to people I know, not companies.

    Even if I got a text from a business I wanted to work for, I would probably think it was spam, and ignore it. While my cell connects me to people I want to talk to, it also connects me to companies who bombard me with unwanted texts. Job Doctor’s survey shows that direct SMS to the candidate is the most common use of mobile recruiting.

    Of course, you are not one of these businesses, but are you appearing that way to candidates? Is my reaction uncommon or the example?

    I searched for evidence that showed whether or not candidates are responsive to mobile recruiting. I discovered no such data. The closest I got was that 46.4% of respondents found direct texts effective. Maybe something better is coming along.

    This exciting technology could be going out as quickly as it came. With the growing popularity of Smartphones, candidates can check their email on the go and therefore, may not need direct texts. Recruiters may find that emails send a better message by using their company’s graphics and sharing more information than a text’s character count allows. But recruiters should know this already, only 11.8% of them use a standard feature phone.

    What should recruiters do? Without a survey on how candidates respond to direct texts, it’s hard to argue that you should toss it out. What you can do, however, is devise a plan that revolves around the top three most effective uses of mobile recruiting:

    1. Direct Texting
    2. Texting Job Alerts
    3. Mobile Version of Career Site

    Together, these techniques create a Trifecta of Mobile Recruiting that keeps you in immediate contact with your Talent Network. In the meantime, I’ll search for data on mobile recruiting from the candidate’s perspective.

  • leahjk 7:18 pm on March 2, 2011 Permalink | Reply
    Tags: job ad distribution, ,   

    On the Prowl: Jibe’s New Job Board Makes Job Hunting Easier 

    [tweetmeme source= ‘@smashfly’ only_single=false]

    Searching for a job is tedious, anxiety ridden and only sometimes rewarding. Most times I do not even know where to start. That’s when I head over to the job boards. Besides looking for a job board that is easy to use, we all want one that enables the most access in one place. Nothing is worse than spending hours and hours of our time browsing through job listings and researching the company making sure its not a spam ad. Been there, done that, no thanks!

    Some job distribution boards offer either a connection to your LinkedIn or Facebook account. This is an advantage, we spend time nurturing our network of connections, so why do you only get to use only one of the many social networks that you are apart of?  Welcome to Jibe! Jibe is not your ordinary job board. Not only does it enable you to connect with both Facebook and LinkedIn but it shows you which companies that your friends work for are hiring. This is a great way to actually utilize your network and this increases your chances of finding a great job.

    This sounded great! So I decided to see it in action for myself. When you first reach it seems basic and easy to use. Some of the high profile companies that they list are right there to entice you to want to join. The sign up process was easy and I figured I was well on my way. When applying for jobs through Jibe its great that I do not have to fill out a profile more than once and you do not get redirected to another site. Awesome! Then I noticed that next to my sign in name were the amount of credits that I had. After clicking on it I had discovered that when you apply for a job on Jibe it costs you credits of varying amounts (they give you 200 to start). Okay, so what do you when your credits run out? You can earn more by inviting friends (when they join, you get even more credits), sharing a job posting, or you can simply purchase them. By the way, the cost of credits per a job application is 50 to 200 credits.

    Now, no one really wants to pay to apply for a job and be able to only apply a limited amount of times due to a credit system. Does anyone really want to do any extra work after applying just to attain more credits? Also, after scrolling through Jibe’s listing there is a limited amount of companies that you can apply to. This could be a way of ensuring quality jobs from great companies (and not those companies that spam every free job board out there) but yet people still want diversity in their job hunt. Some other downfalls are, depending on your friends’ privacy settings, Jibe might not even be able to access their work history leaving you without the connection.

    With all that said, Jibe’s concept of linking multiple social networks and showing which companies your friends work for that are hiring is a forward thinking idea. Its good to have friends in high places, right? The credit system is a turn-off though. Although, I do think they have a great thing going, why limit the usage with the credits? Also, by adding more companies to their network (there are more then 30 great companies out there that are hiring!) it gives people more opportunities to become hired. If they get rid of the credit system Jibe could really take off and be ahead of the game.

  • morganevesmith 10:25 pm on February 16, 2011 Permalink | Reply  

    The Eye of the Prince: The Best Seat for SEO 

    In Renaissance Italian Theatre, the prince had the best seat in the house so he could see everything. Since sets at that time used perspective, the latest technique, any seat that wasn’t in the l’oeil du prince spot got a skewed view of the action.

    Nowadays, the Internet acts as our stage and the best seat is in front of a computer, smart phone, or any other device. The action takes place on the first page, and Google shines the spotlight. So how does your company get front and center?

    Getting on the first page of a Google search can make or break your business. 65% of users will click on the Top 3 listings, while 75% will check out the top 5. Page 2? Who cares?

    For recruitment marketing this becomes especially important. No one will know about your groundbreaking technology, excellent customer service, or guarantee of capturing qualified candidates if you’re hiding in the wings.

    Unfortunately, breaking Google’s antilogarithm is 99% impossible. However, there are tricks that can keep close to, if not in, the limelight, like choosing strong keywords, getting other sites to link to you, and avoiding “click here” hypertext.

    While interning for, I hope to find more specific answers to this giant question. In the process, I’ll upgrade my marketing skills from promoting my improv troupe and spoken word group at Boston University, to promoting this innovative recruitment marketing company. I’ll also probably make some clever references gathered from my Film Production and Theater Arts studies in college. Until then, I’ll be sitting in my l’oeil du prince, searching for the next step in taking recruitment marking to the next level.

  • leahjk 10:21 pm on February 16, 2011 Permalink | Reply  

    Welcome Blog 

    [tweetmeme source= ‘@smashfly’ only_single=false]

    Hi everyone! Iʼm Leah one of the newest interns here at Smashfly Technologies. Besides being really excited to work for such a great company I am hoping to learn as much as I possibly can about the industry. I think Smashfly has a lot to offer not only me but Smashfly is a great resource for our clients.

    So hereʼs a little about me, I am a currently a senior at the University of Massachusetts Boston with a major in psychology and minor in business. I love studying the eccentricities of people, trends as to how they act and how it can pertain to the business world. Outside of the school and work environment if I am not taking long walks on the beach or enjoying candlelit dinners, I spend most of my time oil painting or making screen prints and if I am not doing that I am practicing the piano and saxophone.

    I look forward to learning as much as I can from Smashfly and hope I can not only live up to the standards of past interns but exceed them. Recruitment marketing changing all the time, I am glad to have the chance to be able to work with an innovative recruitment marketing company.

  • Tim Martinez 5:02 pm on December 2, 2010 Permalink | Reply
    Tags: , , , , , ,   

    Social Recruiting: Twitter for Beginners 

    [tweetmeme source= ‘@smashfly’ only_single=false]

    For those of you who are familiar with how to use Twitter and how to utilize it for social recruiting purposes, this post might be a bit of a repeat for you.  However, there are still a lot of recruiters and HR professionals  out there who are either hesitant to use twitter for social recruiting or simply don’t feel comfortable with platform.  Many have expressed their concern for the time commitment it takes to implement a social recruiting strategy or the lack of an explicit measurement of ROI that job boards so easily provide.  Last week, this issue was discussed in detail in Why Social Recruiting Fails.

    Others simply might not know how to utilize some of the basic tools that Twitter offers – or they might not know what they are trying to accomplish or what information they should be sharing.  It seems that these people are often overlooked, and hopefully this post will serve as a kind of tutorial in an effort to answer some of these questions.

    First of all, you need to understand that using Twitter will require time.  Realistically, we all have varying amounts of time that we can commit to different tasks, but as long as you can spend at least 10 – 15 minutes a day on Twitter you can start your social recruiting campaign.  Once you understand the basics, the tools surrounding Twitter, and the interactive process, using Twitter is simple.  Ultimately, it’s a free social media platform that opens up an entirely new channel for recruitment marketing.

    Interact and Communicate

    The first thing you need to do when you join Twitter is to start interacting and communicating.  Here are a few tips on how to get this process started:

    Building Your Network – So you’ve started an account and the question is “now what?”  First and foremost, you need to build up your network, so start off by following professionals and personal connections that you know are relevant to your company and aim.  Start to get a feel for the kinds of conversations these people are having, and pay attention to the type of people they communicate with.  Eventually, although with time and consistent effort, your network will extend to people who are either looking for a job or might be looking for a job in the future.

    Using Twitter Commands – Your goal is to spread the word about employment at your company, but this does not mean that you should just use Twitter as a job board.  Although you can post jobs through Twitter, the purpose is to interact and communicate in order to build a reputation and buzz around employment at your company.  In order to communicate with other professionals and potential candidates it’s essential to understand and utilize twitter commands.  Here is a complete list and explanation of all the essential commands, however, I’ll highlight the most important below:

    • The Hash Tag – The hash tag (#) is placed just before a desired keyword within a post – for example, #jobs.  Twitter aggregates posts according to their keywords enabling users to search for posts using different hash tags.  This essentially allows users, including potential candidates, to follow certain conversations, topics, categories and events.  Use hash tags in your posts in order to connect to undiscovered users and follow relevant conversations.  Hashtags also provide a great way to see what’s happening at events that you can’t afford to go to.  For a list of common job related hash tags click here.
    • One popular hashtag that is helpful is #FollowFriday or #FF.  Every Friday Twitter users will share with others the Twitter users that they feel other people will follow.  This is a great way to highlight your favorite Twitter profiles (and strengthen the relationship in the process) as well as find great new Twitter profiles to follow.
    • Mentions – The mention/reply command (@)  is the most crucial aspect of interaction and communication.  In order to communicate with your network you need to mention specific users in some of your posts.  Each user has an account name, and by including ‘@’ just before the name in your post (@usernamehere), that user will be able to see that you’ve mentioned them under their mentions tab on their home profile.  Use the mention command when replying to people, commenting on a specific user’s post, or whenever you want to address someone specifically.

    Share and Inform

    The best way to be successful on social platforms is to “be helpful” to the people that connect and follow you.  The question is how do you do this.  I’ll give you a hint, it’s more than just posting jobs on your Twitter feed.    Instead offer job search tips, resume pointers, and helpful articles in your Twitter status updates.  Since your company is most likely involved in a certain industry, make sure to discuss industry specific information and news as well.

    Most importantly, create a more comprehensive presence by sharing as much information as possible about your company’s employer brand.  Share information that both passive and active candidates want to know about like benefits, company culture, responsibilities, or anything that might build a more complete view of employment.  If you have a career site, make sure to link to posts or new employment opportunities in your Twitter posts.  The bottom line is that it’s not social recruiting unless it’s interactive and informative, so upkeep and consistent time is necessary to making it work.  Jobs are fine, but your feed should be more than just jobs.


    There are several free tools and applications for Twitter that can help you manage your posts and communication with other users.  Applications like TweetDeck or Hootsuite enable you post simultaneously on several different social media platforms.  Most importantly these tools enable you to more easily track conversations, organize your network, and keep up with mentions and replies.  All of these applications usually feature one user friendly dashboard, allowing you to more quickly work with Twitter.  Make sure to download one or more of these tools to help manage your account.

    Involve Employees

    Social recruiting for Twitter is simple and accessible to anyone, but the reality is that some people have more time to work with social media, and some people have less time.  If you really want to go the distance, find a way to involve your employees / recruiters in your recruiting efforts, because nothing is more telling than the actual employee experience.  This process will take some creativity, but there are a few things you can consider.  If people in your Twitter network ask specific questions regarding employment or a particular position, try to get employees to answer these questions and communicate with these candidates in a timely fashion.  You could also encourage employees to use your Twitter account in order to do short posts about their positions and what they like about their jobs.

    Hopefully this was helpful to those of you who are looking to get started with Twitter.  Remember that Twitter is simply one platform you can use for social recruiting and will work best with in combination with other social media platforms.  For instance, if you blog about employment you can also include links to your articles in Twitter, increasing your overall effectiveness with social media.  Regardless of the amount of time you have to spend, it’s very important to create some sort of presence through social media using some of these suggestions.

  • Tim Martinez 3:19 pm on November 23, 2010 Permalink | Reply
    Tags: Recrtuitment Marketing, ,   

    Categorizing Social Recruiting 

    [tweetmeme source= ‘@smashfly’ only_single=false]

    Last week author Jeff Dickey-Chasins posted a thought provoking article called Is Social Recruiting a symptom – or a solution.  In it, he defines two ways of understanding social recruiting in a broader, systemic context: as a symptom of or reaction to insufficient communication between employers and candidates – or as a comprehensive solution indicating a fundamental shift in recruitment marketing strategy.

    In my mind the two categories aren’t necessarily separable or may not even be functionally relevant.  The recruiting and talent acquisition industry has always been defined in part by problem solving or responding to new challenges presented.  In this sense, almost all recruiting efforts can semantically be considered a symptom of a problem  However, a symptom suggests impermanence or inadequacy, which portrays social recruiting as more of a Band-Aid that doesn’t address larger ubiquitous problems in recruiting.  When viewing social recruiting in this manner, it seems to me that it represents a complex interplay of different variables including the technological advancements that enabled its practice and the demand for more interactive communication.  I cannot think of any recruiting solutions that weren’t at least initially a response or symptom of a greater conceptual problem.  Although this may all be a battle of wording, one thing is clear: social recruiting has come to be a permanent aspect of recruiting that both responds to problems and prevents problems from occurring.

    In the end, I can’t really place social recruiting into any discrete category because it inherently traverses theoretical boundaries and frameworks.  I really enjoyed Jeff’s post, I hope that you all take a chance to read it.  It serves as an interesting way of looking at why we implement social recruiting and what we accomplish through it.  Let me know what you think of my response, and also let Jeff know what you think of his article.

  • Tim Martinez 2:25 am on November 16, 2010 Permalink | Reply
    Tags: blogging, , , , ,   

    Dear Future Interns: SmashFly and Social Media 

    [tweetmeme source= ‘@smashfly’ only_single=false]

    Blogging for Dialogue In a slight departure from my normal style of blogging, I wanted to take a moment to present a few social media tips in relation to SmashFly’s internet marketing goals for future interns.  Often the same key ideas that I think SmashFly utilizes draw parallels to the way recruiters think about their social recruiting methods.

    Above all else, be helpful and informative.

    When blogging, think first and foremost in terms of how to be a constructive voice in the industry and its related fields.  Initially, it’s difficult to formulate a coherent view or opinion when sorting through a vast array of complex and disparate information.  What you will find when reading through countless blog articles is that recruiting and HR professionals are often as bewildered and left with questions as you are.  You will slowly gain competence on a number of topics and ultimately contribute to SmashFly’s authority and credibility to industry professionals.  In my opinion, this is the true purpose of SmashFly’s social media and marketing efforts.  First you have to establish yourself as helpful and informative, and only then does your blogging (and tweeting) becoming a marketing strategy.  People will be much more likely to click on your inbound links if you are providing interesting and constructive content.  Perhaps more importantly, when people see or hear “SmashFly” they will be more likely to react positively to the brand.

    With this said, avoid spamming.

    You want people to read your post and visit the SmashFly website, but make sure your promotional efforts don’t outweigh the constructive nature of your writing.  I’ve seen a number of other companies’ blog posts that focus almost exclusively and explicitly around their products.  These posts usually include an excessive amount of blue, underlined text.  To me this is a guarantee that people will pass right by the article.  On the flip side, readers don’t want read articles that blatantly tie in product solutions with the conclusions you make on a topic.  Also, when using Twitter, consider some of the same aspects of blogging.  Think of your tweets and points of interaction and dialogue that also promote your blog articles.  In other words, don’t think of tweeting in terms of conspicuous advertising.

    In short, use social media at SmashFly to suggest ideas, create conversations, and, above all else, learn (both from others and from your own efforts).  It’s all about connecting to individuals on a slightly more personal level, which internet marketing through social media enables more than traditional marketing strategies.  With that said, please check out this very well done article about the best practices as a “social media citizen.”

    10 Dos and Don’t for Being a Good Social Media Citizen

    Good luck!

    • Causstem 7:12 am on November 16, 2010 Permalink | Reply

      Beautiful post, thank you for taking the time to write it. It’s rare to see something of this quality on the internet.

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